Performance Punishment: The Unseen Side of Success

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🔍 Dive into the controversial concept of "performance punishment" in organizations. Working hard can be seen as punishment because initially, high performers might get more challenging tasks due to their abilities. This extra workload can feel unfair and overwhelming - leading to the perception that hard work is punished.
🌟 Discover why exceptional performance shouldn't go unrewarded and how organizations can foster a culture of appreciation and growth. Don't miss out on valuable tips for both employees and employers to thrive in today's competitive landscape.
👉 Hit like, subscribe, and share your thoughts in the comments below!
#performancepunishment #workplaceculture #careergrowth #employeeretention #performancemanagement

Опубликовано:

15 окт 2024

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Комментарии : 34

@peopleprocesses 2 месяца назад

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@cirelesten 6 месяцев назад

The longer im at a position the more of the real job i see. From expectations vs pay to control of the times and brakes with the expectation of being in half and hour before shift start. Nothing payes enough and im tired. There is no reason i work other then i have to. Pay me enough to live in a studio or you wont get an employee that will stay ot care.

@peopleprocesses 6 месяцев назад

Thanks for the comment Cirelesten! You have to make the right judgement call on whether you are stuck in a low performing company, or whether your additional efforts will eventually be rewarded. Best of luck in your choices!

@bonadventureconyers2015 6 месяцев назад

The truth is if someone comes into an organization and crushes it, then there is something in the onboarding or training or company processes that is preventing people from performing well. When you look at top performers they break the rules.

@peopleprocesses 6 месяцев назад

Thanks for the comment!

@adamd9166 28 дней назад

Ill exercise my competence and learn all i can... to leverage into a better position that pays better. If that seems bitter, that is what your overperformers are thinking. The truly competent and ambitious dont have time for their employer to take years to notice them.

@peopleprocesses 27 дней назад

Thanks for the comment Adam!

@jackdeniston6150 6 месяцев назад

This is EXACTLY how Government departments end up so bad. Competence leaves. Unfirable waste stays.

@peopleprocesses 6 месяцев назад

Thanks for the comment!

@witblitsfpv1265 6 месяцев назад

Ironically the top performers are always at the highest risk of leaving and stand the best chance of landing a better job. After 28 years in the game there is not much "career" left to work hard for. Lets be honest that golden carrot will always be dangled, but you won't reach it no matter what.

@peopleprocesses 6 месяцев назад

Thanks for the comment! 28 years is a spring chicken in some industries. You've got plenty to keep striving for, I hope! Good luck!

@miniondave6314 5 месяцев назад

It's anecdotal, but I've seen it happen while working at a big box store. We had a cashier that was very fast and accurate. A manger would pull her from "easy" express lanes/self checkout and put her on a belt (which is more work). She eventually called out the manager for that. I've always held the opinion that I want to be the best I can be so they'll want keep me as work begins to slow down (and we don't need as many people).

@peopleprocesses 5 месяцев назад

Thanks for the comment!

@adamalbright4075 6 месяцев назад

What about the ratchet effect? Like constantly 8ncreasing expectations?

@peopleprocesses 6 месяцев назад

@Adam, thanks for the comment, and the insightful question! The ratchet effect is very real, but almost completely disappears in face of competition. Performance management MUST allow for ranking high performers vs low, and THEN reward the high performers. Without the effect of differentiating the two classes, and rewarding the upper class, you create an environment rife with gaming the system. Often times, management implements these "metrics" or "performance appraisals" and they dont correctly show the difference in high and low, or worse, do and dont reward. Then you get the ratchet effect (see Competition and the Ratchet Effect out of the chicago press labor econ department)

@froufou100 6 месяцев назад

You have a very good point - I was very frustrated as very productive perm employee, I just got more of the same instead of addressing my development. I learn more as a contractor now.

@peopleprocesses 6 месяцев назад

Thanks for the comment! Sometimes its best to move on, no doubt! =)

@witblitsfpv1265 6 месяцев назад

BS. Why would they reward you, they are already paying you, there is always the argument "that's what they are paying you for" and justifying anything above an inflation related increase is almost impossible. The ONLY way to get that reward is to go somewhere else it is the ONLY time you have the upper hand. Prove me wrong.

@peopleprocesses 5 месяцев назад

Thanks for the comment.

@gregsimoes8645 5 месяцев назад

You are incredibly naive if you think the "bad organizations" as you call it are rare. Go look how many people are complaining about burnout and see how managers talk about how they give raises, then try this again. "High performers have options" you say in another reply, yeah, that's how high performers get rewarded, THEY LEAVE.

@sarnakjahar3643 5 месяцев назад

And plenty of organizations go bad as they get bigger, and become able to absorb losses. Just look at most large corporations, where a LARGE amount of the population works. They can afford to not bother advancing people in meaningful ways.

@peopleprocesses 5 месяцев назад

Thanks for the comment, though I disagree =). Ive been inside hundreds of companies HR. Yes, many of them suck. Many of them fail to reward high performers, for this specific example. But they dont last very long, lol!

@peopleprocesses 5 месяцев назад

Thanks for the comment! Large companies can definitely ossify and start trailing down. On the other hand, they got big by doing the right thing (most of the time, lol, government contractors and non profits sometimes dont have the same pressures as regular enterprises.)

@jasonmoore3132 Месяц назад

@peopleprocesses Wow, I really don't get your last statement about the company's not lasting very long. Where did you come up with the data on that? I can come up with the big 3 that are still around and treating employees like crap. Walmart , Amazon and Xpo and the list can go on.

@jameswalmsley4956 4 месяца назад

This is exactly what I needed to hear

@peopleprocesses 4 месяца назад

Thanks for the comment James. My best wishes for your career! =)

@thodan467 Месяц назад

The Sprinter vs the Marcher " and how you use their strengths effective Problem"? Hour counting is very impressive, NOT! How much and in what quality is work done in what circumstances? and i count work safety as quality

@peopleprocesses Месяц назад

Thanks for the comment!

@ImNotCrazyImInsane 6 месяцев назад

💯🧘🏻❤️‍🔥👽💨💨💨 I Hear You #ComptonCaliLove

@peopleprocesses 6 месяцев назад

Thanks for the comment!

@Zaekyr 6 месяцев назад

You should get out more.

@peopleprocesses 6 месяцев назад

No doubt brother =) Im turning into a vampire, all to deliver content to you.

@witblitsfpv1265 6 месяцев назад

@peopleprocesses 6 месяцев назад

In the end, its a negotiation. And a formidable negotiator always has an alternative. Perhaps another way to look at it is that high performers have options, so they definitely get rewarded, or the business loses out period. =). Thanks for the comment!